In mid-December 2012, Aria learned she was pregnant and stopped taking her PSVT medicine due to possible side effects to her unborn child. As a result, Aria's PSVT symptoms became uncon­trolled. Additionally, Aria's normal pregnancy
symptoms, such as fatigue and nausea, were exacer­bated by her PSVT. Due to her medical condition and pregnancy, Aria was placed on bed rest and was out for three work days in early January 2013. On Jan. 15, Aria was fired by the
director of nursing because of absences related to her pregnancy and PSVT. EEOC said NHC Healthcare refused to accommodate Aria by allowing her medical leave and subsequently firing her because of her disability and pregnancy.

Such alleged conduct violates the Americans with Disabilities Act (ADA), which protects employees from discrimination based on their disabilities and requires employers to provide employees with disabilities with reasonable accommodations, unless
doing so would be an undue hardship for the employer. Additionally, the Pregnancy Discrimination Act (PDA), an amendment to Title VII of the Civil Rights Act of 1964, prohibits employers from discriminating against employees due to their
pregnancies. EEOC filed suit in U.S. District Court for the District of South Carolina, Greenville Division (Equal Employment Opportunity Commission v. NHC Healthcare/Clinton, LLC, Civil Action No.6:15-CV-02584-MGL-KFM) after first
attempting to reach a pre-litigation settlement through its concil­iation process.

In addition to providing monetary relief to Aria, the company agreed to a two-year consent decree requiring it to adopt a policy prohibiting the company from taking any future adverse personnel actions against employees based on their disability
or pregnancy status. The company also agreed to provide annual training to its managers, supervisors, HR specialists and employees on Title VII and the ADA and to make periodic reports to EEOC.

Addressing emerging and developing issues in equal employment law, including issues involving the intersection between the ADA and pregnancy-related limitations is one of the six national priorities identified by the Commission's Strategic
Enforcement Plan.

EEOC is responsible for enforcing federal laws against employment discrimination. Further information is available at www.eeoc.gov.